Following our previous article highlighting concerns about discrimination in yacht recruitment, we conducted a survey to gather first hand accounts from those working in the industry.
As a team of former yacht crew here at The Crew Hunter, we’ve witnessed these challenges throughout our careers. Now, working with crew to land their dream positions, it’s heart-breaking when someone is turned down for factors outside of their control, unrelated to their skills or experience.
The results paint a stark picture of the challenges faced by many, with appearance, age, and nationality often overshadowing skills and experience.
The Results
Our survey received a diverse range of responses from crew across all departments and levels of seniority. A staggering 95% of respondents reported witnessing discrimination in recruitment, with 75% having personally experienced it. Less than 5% stated they had not encountered any form of discrimination.
This aligns with the experiences shared in our previous article, which highlighted the prevalence of requests for “young” and “pretty” Chief Stewardesses, often at the expense of qualified and experienced candidates.
One respondent shared, “Most yachts are looking for women that look like models nowadays. They’d prefer someone who is literally the greenest because they’re pretty over someone with over 5 years of experience.”
Appearance Over Ability
A significant 70% of respondents strongly agreed that physical appearance is unfairly prioritised over skills and experience in yacht recruitment. This sentiment was echoed in numerous personal accounts shared in the survey. One Chief Stewardess recounted, “I’ve been laughed at during an interview when I told them I was in my 40s,” while another shared that her resume now seems to “go straight in the bin” since turning 40.
This focus on appearance can create a sense of pressure to conform to a specific “look” to be considered for a role. One respondent shared, “I’m currently up against one other girl for my dream role, I was told we are very very similar in qualifications and personality fit etc and they’ve sent our CVs to the owner for his decision. My absolute first thought was ‘oh no what if she’s prettier than me?!’”
The survey also revealed a prevalent bias towards certain nationalities and native English speakers. One Chief Stewardess shared her experience: “I’ve had captains give me a list of countries I was allowed to recruit from.”
Beyond the Interior
While our initial article primarily focused on the experiences of interior crew, the survey revealed that discrimination is widespread across the industry. One female deckhand shared a multitude of experiences, including being dismissed for being a “distraction” to male crew members. She revealed, “I have been put in difficult situations with guests, even as a Mate, with one Captain offering me to give mouth to mouth to a tender full of men.”
She also recounted witnessing discrimination first hand during the hiring process: “I have also been in the hiring process when Captains choose the prettiest woman for Interior, despite a lack of experience.” She went on to express her frustration with the “archaic discriminatory nature of the industry,” which ultimately led her to leave yachting after more than six years.
Even Captains reported being rejected for roles due to their age or perceived physical limitations, despite extensive experience and qualifications. One Captain, aged 44 at the time, was told he was “too old and too fat” for a role, despite being ex-army trained and holding a Master unlimited license. This highlights that ageism and unrealistic physical expectations are not totally limited to any one gender or department.
A Call for Change
Many respondents expressed a desire for change and offered suggestions for how the industry can address these issues. Increased representation of women in senior roles was seen as a crucial step towards creating a more inclusive environment.
Other suggestions included removing photos and age from CVs, implementing competency-based hiring practices, and establishing clear guidelines and advocacy groups for crew. One respondent aptly stated, “No pictures on CVs. No other customer service industry requires it!”
Another respondent emphasised the need for a shift in mindset within the industry: “Change can only be organic from the top down. Industry leaders in Yacht Management, recruitment agencies and senior Captains should be championing the need for realistic and organic change in a world that is fuelled by ego and deep pockets.”
The Path Forward
While the modern world increasingly embraces diversity, inclusivity, and equality, the survey results reveal a stark contrast within yachting, where archaic biases and discriminatory practices continue to hold sway.
It’s time for the industry to catch up with the evolving standards of the 21st century. Companies across the globe are actively implementing diversity and inclusion initiatives, recognising the value of a workforce that reflects the rich tapestry of our world. Yet, the yachting industry, despite its global reach, appears resistant to this progress.
As a recruitment agency, we actively encourage our clients to think beyond appearance, age, and nationality, and to focus on the skills, experience, and unique dynamic that each individual can bring to a yacht. We believe that a diverse and inclusive crew fosters a richer and more rewarding experience for everyone on board.
We don’t have all the answers, but by fostering open dialogue and raising awareness of these issues, we can encourage the industry to embrace change. The more we talk about discrimination and challenge outdated norms, the greater the chance of creating a truly inclusive and equitable yachting world.
If this article has resonated with you, please do share with others in your network and feel free to send any further comments or questions to info@yachtcrew.uk.
